functional pathways employee...
TRANSCRIPT
FUNCTIONALPATHWAYSEMPLOYEEHANDBOOK
UpdatedJanuary1,2017
2017
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IMPORTANT
TheAcknowledgmentStatementattachedtothishandbookmustbesignedandreturnedtotheHRDepartmentatthecorporateofficeuponreceiptof
yourEMPLOYEEHANDBOOK.
Revised January 2017
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INTRODUCTIONANDEQUALEMPLOYMENTOPPORTUNITY
INTRODUCTIONTOCOMPANY
WelcometoFunctionalPathwaysofTennessee,LLC(“FunctionalPathways”orthe“Company”).
Thishandbookhasbeendevelopedsolelytoprovideemployeeswithageneralunderstandingofrules,policiesandprocedures.TheinformationinthishandbookissubjecttochangewithoutnoticeanddoesnotconstituteanytypeofcontractbetweenyouandtheCompany,eitherexpressedorimplied.UnlessyouandtheCompanyhaveenteredintoaseparateemploymentagreementspecifyingadefinitetermofemployment,youremploymentisonanatwillbasisonlyandyouareinnowayguaranteedpermanentemploymentoremploymentforaparticularperiodoftime.EmploymentwithFunctionalPathwayscanbeterminatedatanytime,withorwithoutcause,eitherbyyouorbytheCompany.Thishandbooksupersedesanyandallpreviousversionsofthehandbook.
� OurValues
Relationships–Wevalueloyal,mutual,long-lastingrelationshipswithcustomers,patientsandeachother.Responsibility–Wealwaysdowhatwesaywewilldo.Wetakecompleteresponsibilityforourpatients,ourcolleaguesandourselves.Self-Improvement–Wehaveanenvironmentandexpectationofcontinuousself-improvement.Innovation–Weaddresstheneedsofourcustomers,patientsandemployees,whatevertheymaybewithinnovation,creativityandindividualization.Commitment–Weshowcompletecommitmenttodoingeverythingwecantoimprove.Passion-Wehavepassionandareempatheticaboutcaregiving.WearepassionateaboutFunctionalPathways!
Wemakeadifferenceintheliveswetouch
EqualOpportunityThisorganizationisanequalopportunityemployeranddoesnotdiscriminateonthebasesofage,race,color,creed,religion,sex,nationalorigin,geneticinformation,veteranstatus,militaryaffiliationorobligation,disability/handicap,oranyotherprotectedstatusasdefinedbyfederal,state,orlocallaw.
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Thispolicyappliestoallaspectsofemploymentincludingbutnotlimitedto:
o Hiring,placement,promotion,transfer,ordemotion.o Recruitment,advertising,orsolicitationforemployment.o Treatmentandworkingconditionsduringemploymento Ratesofpay,benefitsandotherformsofcompensation.o Selectionfortrainingandeducationalprograms.o Layoffordismissal.o Maintainingaworkenvironmentfreefromharassment;whetheronaccountofage,
race,color,creed,religion,sex,nationalorigin,geneticinformation,veteranstatus,militaryaffiliationorobligation,disability/handicap,oranyotherprotectedstatusasdefinedbyfederal,state,orlocallaw.
Pleasecontactthepersonneldepartmentwithanycomplaintsofdiscrimination.Complaintsfromemployeesorapplicantsallegingviolationofthispolicyshallbegivenimmediateattentionandreview.
DISABILITYPOLICYItistheCompany’spolicytocomplywiththeAmericanswithDisabilitiesAct(“ADA”)andotherapplicablelawsthatprohibitdiscriminationagainstqualifiedemployeesandapplicantswithrespecttoanyterms,privileges,orconditionsofemploymentbecauseofadisability.Thispolicyappliestoallpersonnelandemploymentpractices. TheCompanyendorsesthemandateoftheADAandotherapplicablelawstoremovebarrierswhichpreventqualifiedindividualswithdisabilitiesfromenjoyingthesameemploymentopportunitiesthatareavailabletopersonswithoutdisabilities.
InaccordancewiththeADA,reasonableaccommodationswillbeprovidedtoqualifieddisabledapplicantsandemployeeswithknownlimitationsandwhorequireanaccommodationfortheirdisabilityinordertoperformtheiressentialjobfunctions,unlesssuchaccommodationwouldcauseanunduehardship.
Disabledemployeesandapplicantsareinvitedtoidentifyanyreasonableaccommodationthatwouldenablethemtosafelyperformtheessentialfunctionsoftheposition. InformationregardinganydisabilityandothermedicalinformationwillbekeptconfidentialinaccordancewiththeADA. Federalandstatelawprohibitsretaliationagainstanemployeewhorequestsareasonableaccommodation,andtheCompanywillnottolerateanyretaliationagainstanysuchemployee.
EMPLOYMENTATWILLTheemploymentrelationshipbetweenyouandtheCompanyis,bylaw,“employmentatwill”whichmeansthatneithertheemployeenortheCompanyiscontractuallyboundtoone
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another.ThishandbookisnotacontractbetweenyouandtheCompany.UnlessyouhaveaseparatewrittenemploymentcontractwithFunctionalPathways,signedbythePresidentoftheCompany,youareanatwillemployeeandarenotguaranteedemploymentforanyspecificperiodoftime.ThismeansthateitheryouortheCompanymayterminateouremploymentrelationshipatanytime,withorwithoutreason,andwithorwithoutnotice.CLASSIFICATIONOFEMPLOYEESANDCOMPENSATIONINTRODUCTORYPERIODEachnewemployeemustsatisfactorilycompletea90dayintroductoryperiod.ThistimeallowsfortheCompanyandtheemployeetodeterminetheprofessionalskillsandjobsuitabilityfortheemployee.However,ifatanytimeduringthe90dayintroductoryperiod,theCompanydoesnotbelievetheemployeeissuccessful,employmentmaybeterminated.IftheCompanydoesnotbelievetheemployeehassuccessfullycompletedtheintroductoryperiod,theemployeemaybeterminatedortheintroductoryperiodmaybeextendedforanadditional90days.Attheendofthe90dayintroductoryperiodtheemployeewillreceiveanemployeereview.Thecompletionofthe90dayintroductoryperioddoesnotguaranteecontinuedorpermanentemployment. Employmentisat-willandcanbeterminatedatanytimeduringoraftercompletionoftheintroductoryperiod.
VERIFICATIONOFEMPLOYMENTAllindividualsemployedwillberequiredtopresentdocumentsestablishingbothemploymentauthorizationandidentityincompliancewiththeImmigrationReformandControlActof1986.FailurebyemployeestocompletetheI-9formandproducegenuineandsufficientdocumentswithinthetimeperiodrequiredbylawwillresultinineligibilityforcontinuedemployment.WeparticipteinE-Verify.
LICENSUREItistheemployee'sresponsibilitytobecomefamiliarandmaintaincompliancewithstatelawspertainingtolicensure.Itiseachemployee'sresponsibilitytoensureandmaintainhisorherlicensureinstateswheretheemployeeisassignedtowork. If,atanytime,theemployeereceivesnoticethattheemployee’slicensehasbeenrevoked,suspended,orisotherwiseinactive,theemployeemustinformtheManagerandtheVPofHRimmediately. Ifappropriatelicensureisnotsecuredandmaintained,practicewillbesuspendedandemploymentwillbeterminated.Licensureverificationisrequiredandanactivecopymustbesenttothecorporateofficeuponreceipt.Theemployeeshallberesponsiblefortheirinitialfeeandanyrenewalfees.Afterreceiptoftheirlicense,theemployeemaythensubmitacopyofendorsedcheckandapplicationwithviathereimbursementsystem(Nexonia)tothecorporateofficeforreimbursementbasedonlicensereimbursementfundsavailable.
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COMPENSATIONInordertoensurethecontinuedsuccessandeconomicexistenceoftheCompany,FunctionalPathwayscanonlypayforperformanceandnotsimplyforyearsspentonthejob.Keepinmindthatacompensationpackagerepresentsmorethanjustbasepay.Totalcompensationincludesinsurancebenefits,worker’scompensationandprofessionalliabilityinsurance,incentiveprograms,andeducationalbenefits.Ourcompensationphilosophyconcentratesonrecruitingandretainingthemosthighlyqualifiedpeople.Itisourpolicytocontinuallymonitorindustrystandardstodeterminecompetitivepayratesbaseduponeducation,experience,skill,reliabilityandresponsibility,toassureweareofferingcompetitivesalariesandincentiveprograms.
ClassificationofEmployeesAsafulltimeemployeeyouareexpectedtobescheduled30-40hoursaweekandyouwillbeeligibleforfullbenefits.SeeAGuidetoYourBenefitsBooklet.
Asaparttimeemployeeyouareexpectedtowork15-29hoursaweekandareeligibleforparttimebenefits.SeeAGuidetoYourBenefitsBooklet.
AsaPRNemployeeyouareexpectedtowork0-14hoursaweek.Youarenoteligibleforbenefits.
Thestartingandendingtimesforeachdayaredeterminedbyyoursupervisor.Thenumberofdaysorhoursperweekwillalsobedeterminedbyyoursupervisor.Noemployeeisguaranteedhoursorasetschedulebasedonclassification.
LUNCHANDRESTPERIODSEmployeesarenotcompensatedfortheirlunchperiod.However,hourlyemployeeswillbecompensatedforaworkinglunch.Aworkinglunchiswhenanemployeeisscheduledtoparticipateinastaffortrainingmeetingduringatimethatisnormallyusedforlunch.Thiswillnotbedeductedfromtime.Lunchperiodscannotbemissedortakenatthebeginningorendofscheduledworkshifts.Allemployeeswhoworkmorethan5½hoursmusttakea30minuteunpaidlunch.Lunchbreaksmustbeaccountedforontimesheets.
Paidrestperiodsmaybeprovidedforabriefperiodofrelaxationandtopromotegreaterefficiency.Thisperiodisnottoexceed15minutesperfourhourperiodworked.Restperiodsmaynotbetakenwiththelunchperiodoratthebeginningorendofscheduledworkshifts.
Theselunchandrestperiodguidelinesaresubjecttochangeinaccordancewithapplicablestateorlocallawtotheextentdifferentfromtheabove.
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SALARIESANDWAGESAllemployeesarepaideverytwoweeks.PayperiodsbeginonSundayandendonSaturdayforatwoweek(14day)spanoftime. PayrollcheckswillbedirectlydepositedbytheFridayafterthepayperiodends.Yourpaystubshowsallrequireddeductionsincludingfederalwithholdingtax,stateandlocaltaxes(whereapplicable),andSocialSecurityTax(FICA).Italsonotesanyotherdeductionsyouauthorizeforsuchitemsasmedicalcoverage,dentalcoverage,lifeinsuranceandanycourtordereddeductionssuchaschildsupportand/orgarnishments.Checkstubscanbeviewedonline.ItisthepolicyoftheCompanytodeductfromanemployee’spaycheckonlythoseamountsthatarerequiredbylaworauthorizedbytheemployee. Ifyoubelievethatanimproperorunauthorizeddeductionhasbeenmadefromyourpaycheck,itisyourdutytoreportyourcomplainttotheVPofHumanResources.If,uponinvestigation,thedeductionwasimproper,youwillbereimbursedforthedeductionandtheCompanywillmaketheappropriatechangetoitspayrollsystem. Itiscompanypolicythatnoadverseaction(i.e.retaliation)willbetakenagainstanyemployeewhotakesadvantageofthiscomplaintprocedure.
Wagesaredeterminedbyjobrequirementsandtheperformanceoftheemployee.Questionsrelatedtowagesshouldbedirectedtoyourimmediatesupervisor.
WORKWEEKTheCompany’sworkweekbegins at 12:00a.m. Sundaymorningandendsat 11:59p.m. onSaturdaynight.Allpayrollissues,includingovertime,willbecalculatedinaccordancewiththecompany’sstandardworkweek.
OVERTIMEAsinmostbusinesses,situationsmayarisethatrequireyoutoworkovertime.Authorizationforovertimemustbesecuredinadvancebyyoursupervisor.Inaccordancewithfederallaw,thepaymentpolicyfornon-exemptemployeeswhoworkmorethan40hoursperworkweekistimeandonehalf(1-1/2times)theregularrateofpayforallovertimehoursworked,excludinglunchanddinnerbreaks,orasprovidedbylaw.Allemployeesareexpectedtoworkovertimewhenrequestedbytheirsupervisor.
TIMERECORDSTheCompanyisrequiredbylawtomaintainaccuraterecordsofthehoursworkedbyallnon-exemptemployees,includingovertimehours,ifany.Accordingly,supervisorsmustassurethatallemployeetimesheetsstatetheactual,notapproximate,timesofwork.AlltimemusttobevalidatedbymanagereachMonday.Anyfalsificationoftimesheetswillresultinimmediatetermination.Lunchbreaksmustbenotedontimesheetsforanydayanemployeeisscheduledformorethan5½hours.Failingtorecordtimeworkedorworking“offtheclock”bynon-exemptemployeesisabsolutelyprohibitedandwillresultindiscipline,uptoandincludingtermination.Atnotimeshouldanemployeeworkandnotbeclockedin.
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PAYROLLADVANCESItisthepolicyoftheCompanynottoissuepayrolladvancestoemployeespriortoregularlyscheduledpaydays.
TRANSFERSTheCompanyreservestherighttotransferorreassignemployeestootherjobduties,workschedules,locations,departmentsorpositionsifnecessarytomeetstaffingrequirements,forbusinessconsiderations,orfordisciplinaryorperformancereasons.PERFORMANCE,PLANNINGANDREVIEWFunctionalPathwayshasastrongcommitmenttoprofessionaldevelopment.Performanceappraisalsprovideopportunitiesforopencommunicationbetweenyouandyoursupervisoraboutyourproductivity,workingconditions,caseloadandotherissuesofconcern.Theappraisalshouldclarifybothwhereyoustandinfulfillingtherequirementsofyourcurrentjobandhelpyouestablishgoalsforfuturegrowthanddevelopment.
Awrittenevaluationisrecommendedattheendoftheintroductoryperiodandcompletedannuallyintheemploymentanniversarymonth,andatanyothertimedeemedadvisablebytheCompany.
PERSONNELRECORDSPersonalinformationthattheCompanyobtainsconcerningemployeesiscarefullyprotected.InresponsetoinquiriesfromoutsidetheCompany,onlypositionanddatesofhirewillbegivenout.Requestsforotherpersonalinformationaredeniedunlessauthorizedbytheemployeeorrequiredbylaw.
EmployeerecordsmaintainedbytheCompanyaretheofficialandpermanentrecordsforallemployeesandarethepropertyoftheCompany.TheseofficialfilesareonlykeptattheCorporateOfficeat10133SherrillBlvd,Suite200,Knoxville,TN37932.
CHANGEOFPERSONALINFORMATIONAnychangeofname,changingtaxexemptions,maritalstatus,insurance,beneficiaries,address,telephonenumberorotherinformationshouldbereportedimmediatelytothecorporateofficehumanresourcesdepartment.Occasionally,formswillhavetobecompletedtomakethesechanges.
EMPLOYMENTOFRELATIVESTheCompanywillconsidertheemploymentofanemployee’srelativethatisqualifiedforavacantposition.However,itistheCompany’spolicythatemployeesmaynotworkunderthedirectorindirectsupervisionoftheirrelatives.
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PAIDTIMEOFFEmployeesareeligibletoaccruestartingthefirstpayperiodafterthirty(30)daysofemployment.Accrualbeginsthefirstdayofthepayrollfollowingthecompletionofthirty(30)daysofemployment.YoucanusePTOwhentimeoffisneededforvacations,sickness,holidays,orpersonalabsences.EmployeeswhoarePRN(asneededbasis)donotqualifyforPTO.Attheendofthecalendaryear,amaximumofsixty(60)hoursofPTOwillrollover.AnyPTOoversixty(60)hoursnotusedbytheendofthecalendaryear,willbeforfeited.However,duringtheyearFunctionalPathwaysreservestherighttoannounceaPTObuybackofwhichFullTimeemployeesmaysubmitarequesttocashoutaccruedPTOupto40(forty)hoursdistributionattheemployee’sregularhourlyrate.PTOcannotbeusedinapayperiodwhereanon-exemptemployeeworks40ormorehoursperweekandcanonlybeuseduptoanamountrepresentingnormalweeklycompensationfortheemployee.[Overtimeusage,funeralpay,FMLAleave,orotherperiodswhentheemployeeisnotactuallyworkingdonotcounttowardPTOaccrual.]Employeesmaynotborrowfromun-accruedPTOhours.
o Full-TimeandPartTimeTherapistsandOfficeEmployees–RefertoFunctional
PathwaysAGuidetoYourBenefitsbooklet.
o Full-TimeandPartTimeRehabTechnicians-RefertoFunctionalPathwaysAGuidetoYourBenefitsbooklet.
o SalariedEmployee-RefertoFunctionalPathwaysAGuidetoYourBenefitsbooklet
TousePTOforvacationtime,employeesmustsubmitavacationrequestformtotheirimmediatesupervisoratleasttwoweekspriortothedatesrequested.Itisrecommendedthatyousubmitrequestsasearlyaspossibletoincreasethechanceofapproval.EmployeesmustindicateontheirtimesheetsthattheywanttousePTOhours.
PTOwillnotbepaidoutuponseparationfromtheCompanyifanemployeeisterminatedbytheCompany,orifanemployeeresignsduringtheintroductoryperiod,doesnotprovidetherequestednotice,orfailstoworkouthis/hernotice.EmployeescannotusePTOonceanoticeofresignationisgiven.Intheeventofafacilityclosure,PTOwillbepaidoutathalf(50%)thevalue.
INCLEMENTWEATHERAllemployeesareexpectedtoreporttoworkattheirscheduledtimesregardlessoftheweather.
Iftheforecastiscallingforsnoworotherinclementweather,theCompanymaypayforlodgingnearthefacilitysothattheemployeecangettothefacilityforpatientcare.Ifinclementweathermakesitimpossiblefortheemployeetomakeitintothefacility,thetimemaybemadeuponthefollowingSaturday.IfitistheregularSaturdayscheduledayforthe
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employeewhomissedduetosnow,allskilledandnon-skilledpatientsmustbeseen.Ifanemployeemissesduetoweatherandthetimeisnotmadeupontheweekend,theemployeemustusePTOtocovertheabsence.Employeesarerequiredtonotifytheirsupervisoratleast2hoursbeforescheduledtobeginworkanytimetheycannotreporttoworkasscheduled.
FAMILYANDMEDICALLEAVEOnlyemployeeswhoareeligibleforFMLAbasedonwork-sitecoverageandindividualeligibilityarecoveredbytheFLMAandthispolicy. Inallcases,theFMLAanditsregulationsgoverneligibilityforFMLA.
GeneralNoticeofRights–A“NoticetoEmployeesofRightsundertheFMLA”islocatedatthebackofthishandbookandattachedheretoas“ExhibitA.”EachemployeeisreferredtothisnoticeforadescriptionofrightsandresponsibilitiesundertheFMLA.ReceiptofthishandbookortheattachednoticedoesnotmeanthateveryemployeewillbeeligibleforFMLAleave.Thefollowingprovisionsshallsupersedetheprovisionsofthenoticetotheextentallowedbylaw.
EmployeesoftheCompanyareeligibleforfamilyandmedicalleaveiftheyhaveatleast12monthsofservice,haveworkedatleast1,250hourswithinthepreceding12-monthperiod,andworkataworksitewherethereareatleast50employeeswithina75-mileradius.Ifeligible,anemployeemaybeabletotakeupto12weeksofunpaidleaveduringa12-monthperiodforthefollowingreasons:
o Thebirthofachildortocareforachildwithinthefirst12monthsafterbirth;o Theplacementofachildwiththeemployeeforadoptionorfostercareandtobond
withandcareforthechild(withinthefirst12monthsafterplacement);o Tocareforanimmediatefamilymemberwhohasaserioushealthcondition;o Foraserioushealthconditionthatmakestheemployeeunabletoperformthe
functionsofhis/herposition;oro Iftheemployeeexperiencesaqualifyingexigencythatarisesoutofthefactthata
spouse,parent,orchildhasbeencalledtoorisonactivemilitarydutyasamemberoftheNationalGuardormilitaryreserves.
MilitaryCaregiverLeaveInaddition,anemployeewhoisthespouse,parent,child,ornextofkinofacurrentmemberofthearmedforces(includingtheregulararmedforces)whowasinjuredwhileonactivedutymaybeeligibleforupto26weeksofFMLAleaveina12-monthperiod,includingthetypesofleavelistedabove.NoticeofLeave.Whenrequestingleave,theemployeemust:
o SupplysufficientinformationfortheCompanytobeawarethattheFMLAmay
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applytotheleaverequest,aswellasinformationregardingtheanticipatedtiminganddurationofleave;
o Providenoticeoftheneedforleaveatleasttwoweeksinadvanceorassoonaspracticable;
o CooperatewithallrequestsforinformationregardingwhetherabsencesareFMLA-qualifying.
Failuretocomplymayresultinleavebeingdelayedordenied.
IntermittentLeaveWhenmedicallynecessary,employeesmaytakeFMLAleaveintermittentlyoronareducedschedulebasisfortheirownserioushealthcondition,theserioushealthconditionofafamilymember,orformilitarycaregiverleave.EmployeesarerequiredtocooperatewiththeCompanytoarrangereducedworkschedulesorintermittentleavesoastominimizedisruptionofbusinessoperations.Qualifyingexigencyleavemaybetakenintermittentlywithoutregardtomedicalnecessityordisruptionofbusinessoperations.
Leavebecauseofthebirthoradoptionofachildmaynotbetakenintermittentlyandmustbecompletedwithinthe12-monthperiodbeginningonthedateofbirthorplacementofthechild.
MedicalandotherCertificationsEmployeeswillberequiredtoprovideamedicalcertificationiftheleaverequestis:1)fortheemployee’sownserioushealthcondition,2)tocareforafamilymember’sserioushealthcondition,or3)militarycaregiverleave.Failuretoprovidetherequestedcertificationinatimelymannermayresultindenialoftheleaveuntilitisprovided.Ifanemployeerefusestoprovideacertification,his/herleaverequestmaybedeniedandtheemployeemaybedisciplined.
TheCompany,atitsexpense,mayrequireamedicalexaminationbyahealthcareproviderofitsownchoosingifithasareasonablequestionregardingthemedicalcertificationprovidedbytheemployee.Inlieuofasecondopinion,theCompanymaycontactthehealthcareproviderdirectlytoclarifyorauthenticateamedicalcertification,includingcertificationsformilitarycaregiverleave.Secondopinionsmaynotberequiredformilitarycaregiverleave.
Separatecertificationmayalsoberequiredregardingthenatureofthefamilymember’smilitaryserviceand/ortheexistenceofaqualifyingexigency.
FitnessforDutyCertificationsBecausetheCompanywishestoensurethewell-beingofallemployees,anyemployeereturningfromFMLAleaveforhis/herownserioushealthconditionwillneedtoprovidea
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FitnessforDuty(FFD)certificationsignedbyhis/herhealthcareprovider.Whenappropriate,theCompanymayrequiretheemployee’sphysiciantoreviewtheemployee’sjobdescriptionandconfirmtheemployeeisabletoperformeachessentialfunction.AnemployeewhofailstoprovideanFFDcertificationwillbeprohibitedfromreturningtoworkuntilitisprovided.AnemployeewhofailstoprovideanFFDcertificationmaybedisciplinedorterminated.
FFDcertificationsmayberequiredwhenanemployeereturnsfromintermittentFMLAleaveifseriousconcernsexistregardingtheemployee’sabilitytoresumehis/herdutiessafely.
MaintenanceofBenefitsTheCompanywillmaintainhealthcarebenefitsfortheemployeewhileonFMLAleave(iftheemployeeisotherwiseeligibletoreceivesuchbenefits),buttheemployeeisresponsibleforpayingtheportionofthemonthlypremiumthatisnormallyduefromtheemployee. Iftheemployeeelectsnottoreturntoworkattheendoftheleaveperiod,theemployeewillberequiredtoreimbursetheCompanyforthecostofpremiumspaidformaintainingcoverageduringtheleaveperiod.Allotherbenefitsceasetoaccrueduringtheunpaidportionoftheleave.
IfanemployeehasaccumulatedPTOorotherpaidbenefits,theCompanyreservestherighttohaveemployeeexhaustsuchbenefitsduringFMLAleave. TheremainderoftheFMLAleavewillbeunpaid.TheuseofPTOandotherpaidbenefitswillnotextendthedurationoftheFMLAleave.Anemployeemaynotreceivemorethan100percentofregularwagesduringFMLAleavefromanycombinationofemploymentbenefits(e.g.,PTOs,disability,etc.).
ConcurrentLeaveEmployeesmustuseanyaccumulatedPTOtotheextentavailableduringFMLAleaveunlesssuchleaveiscoveredunderworkers’compensation,inwhichcasetheemployeemayuseaccumulatedleavetimeonlyforthepurposeofsatisfyinganywaitingperiod.AbsencesinexcessofaccumulatedPTOwillbetreatedasunpaidFMLAleaveuptothemaximumamountofapprovedFMLAleave.
MarriedCouplesWhoWorkfortheCompanyIfanemployeeandhis/herspousebothworkfortheCompany,theyarebotheligibleforleave.Theemployeeandemployeespousemaybelimitedtoacombinedtotalof12weeksofFMLAleaveina12-monthperiodiftheleaveistakenfor:
� Thebirth,adoption,orfosterplacementofachild;� Tocareforandbondwithsuchchildwhodoesnotsufferfromaserioushealth
condition;� Tocareforaparentwithaserioushealthcondition;or� Acombinationoftheabove.
Formilitarycaregiverleave,theemployeeandemployeespousemaybelimitedtoacombinedtotalof26weeksofleaveina12-monthperiod,includingthetypesofleavelistedabovein
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thisparagraph.ReturnfromLeaveUponreturnfromleave,theemployeewillberestoredtohis/heroriginaloranequivalentposition.AnemployeewhofailstoreturnattheendofFMLAleavewillinmostcasesbeconsideredtohavevoluntarilyresignedhis/herpositionwiththeCompany. Employeeswhodonotreturntoworkattheendoftheirleavewillbeterminatedunlesstheycandemonstratequalificationforadditionalleave.
StateandLocalLawsWhenstateandlocallawsoffermoreprotectionorbenefits,theprotectionorbenefitsprovidedbythoselawswillapply.MEDICALLEAVESOFABSENCEMedicalleavesofabsencesduetoanyreason,inclusiveofworkplaceillnessorinjury,orasareasonableaccommodationundertheAmericanswithDisabilitiesAct,orforanFMLA-eligibleemployee’sownserioushealthcondition,maybegrantedatthesolediscretionoftheCompanyforamaximumperiodwhichisnottoexceedtwelvemonths(inclusiveofFMLAentitlement).Exceptwherecoveredbyworkers’compensationbenefits,disabilitybenefitsorbysubstitutedPTO,suchleaveshallbeunpaid.Employeesmayberequiredtoreportperiodicallyastotheirstatusandintenttoreturntowork,toprovidephysiciancertificationoftheneedforandthedurationofanyrequestedleave(duringanyFMLA-coveredleave),and,uponexpirationofanyFMLAentitlement,toprovidetheCompanywithrequestedmedicalinformationrelatedtotheneedforcontinuingleaveandtheemployee’sabilitytoperformjobrelatedfunctions. EmployeesseekingtoreturntodutyattheexpirationofanymedicalleaveotherthanorinexcessofFMLAentitlementcanberequiredtosubmittoafitnessfordutyexamination,or,attheCompany’schoice,toprovideaphysician’sreleasetoreturntowork.TheprotectionsandentitlementsoftheFMLAdonotapplytomedicalleavesofabsencewhichextendbeyondthetwelveweeklimitforeligibleemployees,ortoleavesofabsenceforemployeeswhoarenoteligibleforFMLAleave.
PERSONALLEAVEEmployeesmustcompleteoneyearofcontinuousemploymenttobeeligibleforapersonalleaveofabsence.Leavemaybegrantedforperiodsofonetothreemonths.Employeeswillbedismissedfromemploymentiftheyarenotreinstatedonorbeforeexpirationoftheirleave.Employeesarenotguaranteedreinstatementfrompersonalleave.However,thecompanywillattempttoreinstateemployeestotheirformeroranalternatepositionforwhichtheyarequalifiedbeforetheexpirationoftheirleave.Ifanemployeedoesnotrequestreinstatementonorbeforeexpirationoftheleave,orifnopositionsareavailable,oranemployeerejectsthepositionofferedbythecompany,theemployeewillbedismissed.Allbenefitswillbediscontinuedduringaleave.Coverageundertheemployeehealthcareplanmaybecontinuedif
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theemployeepaysthefullpremium.Properarrangementsregardingpremiumsmustbemadewiththepayrolldepartmentpriortotheleaveofabsence.
EDUCATIONALLEAVEEmployeesmustcompleteoneyearofcontinuousemploymenttobeeligibleforaneducationalleaveofabsence.Leavemaybegrantedforperiodsofonetothreemonths.Employeeswillbedismissedfromemploymentiftheyarenotreinstatedonorbeforeexpirationoftheirleave.Employeesarenotguaranteedreinstatementfromeducationalleave.However,theCompanywillattempttoreinstateemployeestotheirformeroranalternatepositionforwhichtheyarequalifiedbeforetheexpirationoftheirleave. Ifanemployeedoesnotrequestreinstatementonorbeforeexpirationoftheleave,orifnopositionsareavailable,oranemployeerejectsthefirstpositionofferedbythecompany,theemployeewillbedismissed.Employeeswhoaredismissedunderthispolicyareeligibletoapplyforfutureemployment.Allbenefitswillbediscontinuedduringaleave.Coverageundertheemployeehealthcareplanmaybecontinuediftheemployeepaysthefullpremium.Properarrangementsregardingpremiumsmustbemadewiththepayrolldepartmentpriortotheleaveofabsence.
MILITARYLEAVERequestsformilitaryleavesofabsencewillbegrantedbythecompanyincompliancewithfederalandstatelaws.Duringmilitaryleaves,employeesmayhavecertainrightstocontinueparticipationintheemployees’healthcareplan,asprovidedbylaw.Employeeswillbereinstatedfrommilitaryleavesincompliancewithapplicablefederalandstatelaws.EmployeesrequestingmilitaryleavearerequiredtoprovideacopyoftheirmilitaryorderstotheCompanypriortothecommencementoftheleaveandinaccordancewithapplicablefederalandstatelaws.
JURYDUTYInrecognitionoftheresponsibilityofemployeesascitizens,employeeswhoaresummonedforjurydutywillbeexcusedfromworkforanydayyourresponsibilityforjurydutyexceedsthree(3)hoursduringthedayforwhichtheexcuseissoughtandyouwillbecompensatedaccordingtostatelaw.Acopyofthejurorsummonsmustbepresentedtoyoursupervisorthenextdayyouareatwork.Youshouldalsocallindailytoreportwhetheryouwillneedtobeexcusedfortheday.Also,pleaseprovideacopyofthedocumentationindicatingtheamountofcompensationreceivedfromthecourttoyoursupervisorassoonaspossible.Overtimewillnotbepaidforjurydutyhours.Duetothenatureofourbusinessandthefactthatabsencesmayresultinourpatientsnotreceivingnecessarycareandtreatment,theCompanyreservestherighttomakeeffortsforemployeestobeexcusedfromjuryduty.
Somestatelawsprovidebenefitsinadditiontoordifferentfromthosethatsetforthabove.Wherethispolicyconflictswithindividualstatelaw,statelawwillgovern.
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VOTINGLEAVEReasonabletimeoffwillbepermittedtovoteinstate,localandfederalelectionsifduetoworkscheduleandcommutingdistance,itisimpossiblefortheemployeetovoteeitherbeforeorafterworkinghours.Ifemployeesneedtimeoffforvoting,theymustrequesttimewithinareasonableperiodpriortotheelection.FunctionalPathwayswillcomplywithallstateandlocallawsrelatedtovotingleave.Consultyoursupervisorformoreinformation.
BEREAVEMENTLEAVEIntheeventofadeathinyourimmediatefamily(spouse,child,parent,brother,sister,father-in-law,mother-in-law,grandchild),fulltimeemployeesareentitledtouptothreeconsecutivedaysoffwithpaytomakefuneralarrangementsandattendmemorialservices.Oneofthosedaysoff,withpay,willbegiventoattendthefuneralofagrandparent,grandparent-in-law,aunt,uncle,brother-in-law,sister-in-law,great-grandparent,great-grandchild,nieceornephew.EmployeesmayusePTOtoattendtheservicesforafriendorotherrelativeandrequestsfortimeofftoattendamemorialserviceforafriendorrelativeshouldbemadetoyoursupervisor.Requestsforbereavementpaymustindicaterelationshiptothedeceased.ParttimeandPRNemployeesarenoteligibleforpaidbereavementleave.
III. BENEFITS
YOUREMPLOYEEBENEFITSFunctionalPathwayspridesitselfinofferingsomeofthemostcompetitiveemployeebenefitsintheindustry.Thefollowingrepresentssummariesofbenefitsavailabletoeligibleemployees.Whereinformationinthishandbookconflictswiththeactualplandocuments,theplandocumentscontrol.Employeesshouldalwaysconsulttheplandocumentsforinformationconcerningbenefits.FunctionalPathwaysreservestherighttomodify,amendorterminateanyofthesebenefitplansatanytime.
HEALTHINSURANCEMedicalinsuranceisavailabletoalleligiblefulltimeemployees.PleaserefertotheFunctionalPathways“AGuidetoYourBenefits”booklet.YoumayalsospeakwiththeHRDepartmentoryoursupervisoraboutenrollment.Healthinsurancebeginsfirstdayoffulltimeemploymentandemployeehasthirty(30)daystoenrollinbenefits.Employeemustelectronicallyenrollinallbenefits.Companycannotenrollemployeeinhealthbenefits.Failuretoenrollwillresultinemployeehavingtowaituntilannualopenenrollmentforbenefitselection.
TRAINING,LICENSURE,ANDCONTINUINGEDUCATIONPROGRAMSInadditiontoon-the-jobtraining,FunctionalPathwaysoffersformaltrainingprogramstohelpfulltimeandparttimelicensedemployeesenhancetheirprofessionalskills.EmployeesareurgedtotakeadvantageofthetrainingprovidedbytheCompany.FulltimeandparttimeclinicianswillhavefreeaccesstoFunctionalPathwaysUniversity.Eligibleemployeesmaytakeanunlimitedamountofcoursesviathewebsitewww.fpuniversity.com.CEUhoursare
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givenforcourses.FullTimeLicensedEmployees-Unlimitedcontinuededucationcoursesviawww.fpuniversity.comandanannual(JanuarythroughDecember)allocationforreimbursementforlicensureinthestatetheemployeeworksforcompany,renewalonly,upto$250annually,witha30daywaitingperiodfromdateoffulltimehire.
PartTimeLicensedEmployees–Unlimitedcontinuededucationcoursesviawww.fpuniversity.comandanannual(JanuarythroughDecember)allocationforreimbursementforlicensureinthestatetheemployeeworksforcompanyrenewalonly,upto$250annually,witha30daywaitingperiodfromdateofparttimehire.
MANDATORYCOMPANYORIENTATIONFunctionalPathwaysrequiresallemployeestocompletemandatorycompanyorientationbeforetheybeginemployment.Thecontentisavailableonlineatnochargetotheemployee. Failuretomeetthisrequirementwillresultindisciplinaryactionuptoandincludingdismissal.SAFETY/INCIDENTS/OCCUPATIONALINJURYTheCompanyprovidesworker’scompensationinsuranceasrequiredbystatelawtoprotectallemployeesinjuredinthecourseoftheiremployment.Employeesmustimmediatelyreportallinjuriesoraccidentswhileworking,nomatterhowminortheymayseem,totheirsupervisor.AnincidentreportformisrequiredtobecompletedimmediatelyandforwardedtotheHumanResourcesDepartment,sobenefitsarenotdelayed.YoursupervisorshouldtelephonetheHumanResourcesDepartmentimmediately.
Supervisorsandemployeesareexpectedtocontributetothemaintenanceofasafeandhealthyworkplace.Anyonewhobelievesthatasafetyhazardexistsmustreportittotheirsupervisor. Employeesreportinginjuriesorsafetyconcerns,aswellasthoseparticipatinginanyinvestigation,willnotberetaliatedagainstasaresultoftheirinvolvement. Employeesareencouragedandinfacthaveadutytoreportanyaccidentsorhazards.
DuetothefactthateveryfacilityisindividualandnotownedbyCompany,allemployeesarerequiredtoattendfacilityspecificsafetytraining.
COBRATheConsolidatedOmnibusReconciliationAct(COBRA)requiresemployerswith20ormoreemployeestocontinuetooffercoverageintheirgrouphealthplantocertainformeremployees,retirees,spouses,anddependentchildren.UponleavingemploymentwithFunctionalPathways,employeeswhoparticipatedinthegrouphealthplanwillbenotifiedbytheinsurancecompanyoftheirrights,ifany,underCOBRA.
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IV. EMPLOYEECONDUCTANDRESPONSIBILITIESAttendanceandPunctualityFunctionalPathwaysoperatesduringvarioushoursanddaysatwhichtimeemployeesareexpectedtoperformtheirjobresponsibilities.Employeesmustbepresentandontimeforworkasscheduled.Intheeventoflatenessorabsenceduetoanillness,accidentorpersonalproblem,youarerequiredtospeakdirectlytoyoursupervisor.Youwillbeexpectedtonotifyyourmanagerasfarinadvanceaspossibleandatleastwithintwohoursofyournormalstartingtimeoneachdayyoucannotbeatwork.Failuretomeetthisnoticerequirementwillresultintheabsencebeingconsideredunreportedwarrantingdisciplinaryactionuptoandincludingdismissal.Incasesofabsencesofthreedaysorlonger,youmayberequiredtoprovideastatementfromyourdoctordescribingthemedicalneedforyourabsenceandthedateyoumayreturntowork.
EXCESSIVEABSENTEEISMExcessiveabsenteeism,excessivelatenessoranyfailuretoprovidenotificationorareasonablejustificationforabsencemayresultindisciplinaryaction,uptoandincludingdismissal.
WORKPLACEVIOLENCEFunctionalPathwaysexpectsandrequiresallemployeestodisplaycommoncourtesyandrespectforothers,andtoengageinsafeandappropriatebehavioratalltimes.
AnyinvolvementinincidentsofphysicalviolenceisconsideredunacceptablebehaviorwhichviolatesthisPolicyandwillresultindisciplinaryaction,uptoandincludingtermination.“Physicalviolence”meansanyunwantedorhostilecontactsuchashitting,fighting,pushing,shoving,slappingorthrowingobjects.
Racialorethnicslurs,sexuallyharassingremarks,threatsofviolence,oranyotherprovocativecomments,language,oractionsalsoviolatethisPolicyandwillnotbetolerated.“Threatofviolence”meansanexpression(verbalorotherwise)ofapresentorfutureintentiontocausephysicalharm. Individualswhothreatenviolenceorotherwiseengageinprovocativeconducttowardsco-workers,clients,vendorsorotherindividualsordinarilyareheldatleastequallyatfaultforensuingphysicalalteration,eveniftheydonotstrikethefirstbloworotherwiseinitiateaphysicalconfrontation.
Prohibitedconductincludes,butisnotlimitedto:
o Strikingand/orinjuringanotherpersonphysically;o Engaginginbehaviorthatcreatesareasonablefearorinjuryinanotherperson;o Possession,brandishingorusingaweaponwhileontheCompany’spremisesor
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engagedinitsbusiness;o Intentionallydamagingofficeproperty,propertyofemployees,clients,visitorsor
thegeneralpublic;o Threateningtoinjureanindividualortodamageproperty;o Verballythreateningbehavior,suchasdirectorfailedthreatsofviolence;o Harassmentorsexualharassmentthatthreatensanindividual’ssafety,including
unwantedandoffensivephysicaltouchingandstalking;o Threatsorintimidatingcommentsoractionsthatcreatefearorextremeemotional
distress;ando Obscenetelephonecallsonoroffduty.
ThisPolicyappliestoemployeeswhileonFunctionalPathways’premisesorafacilityatwhichFunctionalPathwaysprovidesservices,whethertheyareonoroffduty;toemployeestravelingonbusiness;toemployeesondutybutoffpremises;andtoemployeeswhileoffdutywheretheviolence,threatsofviolenceorviolationofthisPolicyaredirectedtowardafellowemployee,clientorotherindividualintheirlineofworkortheworkenvironment.
FunctionalPathwayswillpromptlyinvestigateanyphysicalorverbalaltercation,threatsofviolence,orotherconductbyemployeesthatthreatensthehealthorsafetyofotheremployees,clients,orthepublicorotherwisemightinvolvetheviolationofthisPolicy. Allcomplaintswillbeinvestigatedinatimelymanner. Informationwillbereleasedonlytothosepersonsdirectlyinvolvedintheinvestigation,tolawenforcementasnecessary,andconfidentialitywillbemaintainedtotheextentpractical.FunctionalPathwayswillmakeeveryefforttoguardthereputationsofthecomplainantandtheaccused.
AllemployeeshaveadutytowarntheirsupervisororTinaJackson,theVPofHumanResources,ofanyworkplaceactivity,situationorinstancethattheyobservedorareawareofinvolvingotheremployees,clientsorvisitorsinwhichappeartoviolatethisPolicy. Thisincludes,forexample,threatsoractsofviolence,aggressivebehavior,offensiveacts,threateningoroffensivecommentsorremarks,andthelike. ReportspursuanttothisPolicywillbeheldinconfidencetothemaximumextentpossibleunderthecircumstances. TheCompanywillnotcondoneanyformofretaliationagainstanyemployeeformakingareportunderthisPolicy,andindividualshaveanimmediatedutytoreportanyviolationtheyexperienceorobservetooneoftheabovenamedindividuals. AllindividualswhocommitviolentactsorwhootherwiseviolatethisPolicyaresubjecttodisciplinaryaction,uptoandincludingtermination. FunctionalPathwaysmayseekprosecutionofthosewhoengageinviolenceonitspremisesoragainstits’employeeswhiletheyengageinbusiness.
Safety:TheCompanycanconductannualinspectionsofthepremisestoevaluateanddetermineanyvulnerabilitiestoworkplaceviolenceorhazards.Anynecessarycorrectiveactionwillbetakentoreducerisks.
IndividualSituations:Whilewedonotexpectemployeestobeskilledatidentifyingpotentiallydangerouspersons,employeesareexpectedtoexercisegoodjudgmentandto
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informtheHRDepartmentifanyemployeeexhibitsbehaviorwhichcouldbeasignofapotentiallydangeroussituation.Suchbehaviorincludes:
o Discussingweaponsorbringingthemtotheworkplace;o Displayingovertsignsofextremestress,resentment,hostility,oranger;o Makingthreateningremarks;o Suddenorsignificantdeteriorationofperformance;
EnforcementThreats,threateningconduct,oranyotherconductwhichviolatesthispolicywillnotbetolerated.Anyemployeedeterminedtohavecommittedsuchactswillbesubjecttodisciplinaryaction,uptoandincludingtermination.Non-employeesengagedinviolentactswillbereportedtotheproperauthorities. Intheeventanyincidentorthreatofprohibitedconductisattributabletoanyrelativeoracquaintanceofanyemployee,theCompanymaytakeactionagainstthatemployee,includingtermination,toalleviatethethreatand/orpreventfurtherprohibitedconduct.
CONFIDENTIALITYEmployeesshallholdallconfidentialinformationinafiduciarycapacityfortheuseandbenefitofFunctionalPathwaysinfurtheranceofthebusiness.
“ConfidentialInformation”meansanyinformationwhichisdisclosedbytheCompanytoemployee,becomesknownbyemployee,orisgeneratedbyemployeeasaconsequenceoforrelatedtoemploymentwithCompany,whichisnotgenerallyknownoutsidetheCompanyandwhichrelatestotheCompanyand/oritsbusiness.“ConfidentialInformation”includes,butisnotlimitedto,tradesecrets,inventions,processes,systems,computerprograms,plans,programs,studies,techniques,databases,feeschedules,clientlists,clientmaterials,clientdata,financialreports,productinformation,pricinginformation,costinformation,invoices,mailinglists,leads,proposals,contracts,manuals,officehandbooks,projectfiles(andallemployeeandclientinformationpertainingtoanyproject,Companymarketingprograminformation,including,butnotlimitedto,prospectlists,pipelinereportsandinformationdevelopedatCompany’scost,allcopyrightedinformation,patientinformation,medicalrecordsandanyothermaterialordocumentationpertainingtotheCompany,andanycopiesofthesame,inanyformat,andspecificallyallworkonprojectmanuals,drawingsandlikematerialsorotherbooksorpublicationscreatedbyyouduringthetermofyouremployment).
OnterminationofyouremploymentwiththeCompany,foranyreason,youwillberequiredtopromptlyreturntotheCompanyallConfidentialInformation. AllConfidentialInformation,inwhateverformormedium,istheCompany’sproperty;andemployeesareprohibitedfromremovingtheserecordsoruseanyinformationcontainedthereinforyourpersonalbenefitorforthebenefitofanyotherpersonorentityduringthecourseofyouremploymentorfromandaftertheterminationofyouremployment,foranyreasonwhatsoever.EmployeesareprohibitedfromdisclosinganyconfidentialinformationtoothersandusinganyConfidentialInformationinanywayexceptinfurtheranceoftheirservicesforandonthe
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Company’sbehalf.Thedistribution,disseminationorreproductionofanyConfidentialInformationbyanemployeeorhis/heragent,eitherdirectlyorindirectly,whichisnotinfurtheranceofFunctionalPathways’business,constituteswillfulmisconductforwhichtheCompanymayimmediatelyterminatetheemployee’semploymentandholdheorsheliableforanyresultingdamages.
EmployeesarealsorequiredtofullycomplywithHIPAA,asexplainedmorefullylaterinthispolicyandintheHIPAAmanual.CORPORATECOMPLIANCEPOLICYFunctionalPathwaysparticipatesinMedicare,Medicaidandotherinsuranceprogramsandmustcomplywithanumberoffederalandstatelawsandregulations. ItisFunctionalPathways’policytocomplywithallapplicablefederal,stateandlocalstatutesandregulations.AllFunctionalPathways’employeesandcontractorsshallcomplywithallfederal,stateandlocalstatutesandregulationsincluding,butisnotlimitedto,thosepertainingtocodingandbilling,contracting,determinationsofmedicalnecessity,patients’rights,confidentialityandreferrals.
IfyouhavequestionsregardingFunctionalPathways’billingpracticesorstateandfederalregulations,youareencouraged,andinfact,havetheresponsibilitytobringanyconcernsovertheseissuestotheattentionofFunctionalPathwaysimmediately. AnyemployeewhohasaconcernabouteitherFunctionalPathways’billingpracticesoranygovernmentalregulations,youshouldcontacteitherComplianceDirector,SheilaCapitosti;theDirectorofOperations,MarcusMiller;ortheVPofHumanResources,TinaJackson,immediately.
Allconcernswillbehandledinasdiscreteafashionasispossibleunderthecircumstances,andaccesstoinformationrelatedtotheconcernwillbelimitedona“needtoknow”basis.Allconcernswillbeaddressedandaprompt,thoroughandfairinvestigationwillbeconducted,ifnecessary. Anyinvestigationwillnormallyincludeconferringwiththeindividualwhoexpressedaconcernandanyotherindividualwhomaypossessrelevantinformation. Signedstatementsmayberequired. FunctionalPathwayswillretaindocumentationrelatingtotheexpressedconcerninseparatefilestowhichaccesswillbelimitedtothosewithaneedtoknow. FunctionalPathwayswilltakeappropriateactiontocorrecttheissue,ifnecessary. Thepurposeofthisprovisionistoprotecttheconfidentialityoftheindividualwhoexpressesaconcernormakesareporttotheextentpossible,toencouragethereportingofanyconcerns,andtoprotectthereputationandintegrityofFunctionalPathways.
Employeeswillbeprotectedfromcoercion,intimidation,retaliationorinterferenceforraisingabonafideconcernorreportorotherwiseproperlyassistinginaninvestigation.IndividualswhoexperienceorobserveretaliationagainstanyparticipantinaninvestigationhaveanimmediatedutytoreportsuchactsorincidentstotheComplianceDirector,theDirectorofOperationsortheVPofHumanResources. Iftheinvestigationrevealsthatretaliationhasoccurred,FunctionalPathwayswilltakeappropriatecorrectiveactiondesignedtostoptheretaliationandtopreventitsrecurrence.
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FunctionalPathwayshasazerotolerancepolicywhenitcomestoimproperbillingpracticesorviolationsofgovernmentalregulations,andanyviolationofthispolicywillbeconsideredawillfulmisconductwhichFunctionalPathwaysmayimmediatelyterminateyouremployment.FunctionalPathwaystrustsandexpectsthatyouwillnottakeanyimproperactioninthisregard. FunctionalPathwaysencouragesitemployeestoraiseanyconcernswitheithertheComplianceDirector,DirectorofOperationsorVPofHumanResources.Employeescanalsoleaveamessageonthecompliancehotlinevoicemailat888-311-5988.Inlieuofcallingthemessagesystem,employeescansubmitaletterviamailtoSheilaCapitosti10133SherrillBlvd,Suite200,Knoxville,TN37932orfaxat855-298-8320.VisitsbyGovernmentalAgencyRepresentativesItisFunctionalPathways’intenttocomplywithapplicablelawsandregulations.Theprocedurestobefollowedbystaffinresponsetovisitsbygovernmentalagencyrepresentativesareintendedtoreducetheprospectofimproperorillegalconduct.Intheeventofagovernmentinvestigation,eachemployeeisexpectedtoactinaccordancewithapplicablelawsandregulationsandtheirresponsibilityistoactinthebestinterestofFunctionalPathways.Accordingly,FunctionalPathwayswillreleaserecordswhensorequiredbylawandwillcooperatewithlawfulsearches,butwillprotectconfidentialinformation,suchaspatientinformationandlegallyprivilegedinformation,totheextentauthorizedbylaw.FunctionalPathwaysanditspersonnelwillnotattempttoobstructaninvestigationordestroy,alter,orconcealdocumentsorotherevidencesoughtinaninvestigation.REGULATORYINVESTIGATIONSAnycontact,whetherbyphone,fax,letter,personalvisitorothermethodbyacity,county,state,federal,orothergovernmentinspectororlawenforcementagencymustbeimmediatelyreportedatoncetoeitherSheilaCapitosti,Vice-PresidentofClinicalandComplianceServices.orDanKnorr.Allcontactsandcommunicationswithlocal,state,federal,andothergovernmentagenciesconcerningorrelatingtoanydepartment,activity,orservicesprovidedbythePracticearetobeinitiatedonlybyorwiththeapprovalofDanKnorrortheVice-PresidentofClinicalandComplianceServices.
DEFINITIONSTerm Isdefinedas…Affidavit Inthiscontext,anaffidavitisaswornstatementdetailing
theprobablecauseforasearchwarrant.Probablecauseconsistsoffactsandcircumstancesmakingitmorelikelythannotthatevidence,contraband,orfruitsofacrimeareintheparticularplacetobesearched.
Privilegedinformation Informationthatisprotectedfromseizureanduseincourt,suchastheattorney-clientcommunication,protectedhealthinformation,andproprietaryornon-discoverable
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documents.Requestforrecords Awrittendocumentaskingthefacilitytoreleaserecordsto
anamedentitySearchWarrant/AdministrativeInspectionWarrant
Agovernmental(courtoragency)orderauthorizingtheagencyrepresentativetosearchforandtoseizedocumentsorotherevidencelocatedintheparticularplacetobesearched.
Subpoena Acourt,grandjury,oragencyorderforFunctionalPathwaystoproducerecordstoaspecificcourt,grandjury,oragencyproceeding.
PROCEDURE
A. WrittenRequestsorSubpoenaWhenawrittenrequestordemandforrecordsand/oremployeeinterviewsrelatedtoagovernmentinvestigationisreceived,itshouldbeforwardedtotheVice-PresidentofClinicalandComplianceServicesimmediately.Themanageroremployeereceivingtherequestorsubpoenamustmaintainalogofsuchdocuments,includingtimeanddateofreceipt,thenameoftherequestingentity,documentsorinformationrequested,dateforwardedtotheVice-PresidentofClinicalandComplianceServices,datereceivedbackfromtheVice-PresidentofClinicalandComplianceServices,anddatetherequestorsubpoenawascompliedwithor,ifFunctionalPathwaysdidnotcomply,thedatethatthedecisionwascommunicatedtotherequester.
B. UnannouncedVisitsWithoutASearchWarrant1. WhenapersonarrivesatFunctionalPathways,anyfacility,yourprivateresidenceor
elsewhereandstatesthatshe/heisagovernmentinvestigator,thepersonreceivingthevisitormust:
a. Askthevisitortosignin,ifthevisitistoFunctionalPathwaysorafacility.
b. Quietlyrequestidentification,nameofagencyandpurposeofvisitandinquireasto
whomtheywouldliketospeak.
c. Taketheinvestigator’sbusinesscardtoDanKnorrortheVice-PresidentofClinicalandComplianceServicesinorderforthemtocalltheagency,verifyidentification,andidentifytheappropriateperson(s)tomeetwiththeinvestigator.Donotattempttotakealawenforcementagent’sIDandmakecopiesoftheircredentials!
d. Askthemtobeseated.
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2. ForvisitsfromtheEqualEmploymentOpportunityCommission(EEOC)ortheOfficeofFederalComplianceandContractsProgram(OFCCP)inquiringaboutanemployeepersonnelfile:
a. Verifythebadgenumberandidentificationalongwithpersonalidentification.
b. ContactHumanResources,thecustodianofpersonnelfiles,whowillcommunicate
withtheinvestigatorinordertomakethefileavailable.
3. TheVice-PresidentofClinicalandComplianceServicesordesigneemust:a. Verifytheinformationonthebusinesscardbyplacingacalltotheagency.
b. TheVice-PresidentofClinicalandComplianceServicesordesigneewillreviewthe
investigator’sidentification,includingname,agency,address,andtelephonenumberandexchangebusinesscards.
c. TheVice-PresidentofClinicalandComplianceServiceswillnotifytheappropriatedepartmentsasindicated:
d. Legalcounselforadvice,recommendationorresponsetotherequestingauthority;
orDanKnorr.
C.Records1. Iftheinvestigatorrequestsinformationthatisconfidential(e.g.,patientrecords,
employeerecords),refertotheappropriateprivacypoliciesregardingthereleaseofconfidentialinformation.
2. TheVice-PresidentofClinicalandComplianceServicesordesigneeremains
presentduringtheinvestigator’sreviewoftherecords,ifpossible.
3. TheVice-PresidentofClinicalandComplianceServicesordesigneemakesduplicatecopiesof,andretains,inaseparatefile,alldocumentscopiedfortheinvestigator.
D.SearchWarrant:Ifalawenforcementofficerorothergovernmentagentarriveswithwhatheorshesaysisa“searchwarrant,”theseniorpersonpresentintheconcerneddepartmentshouldtakethefollowingsteps:
1.Asktoseetheagent’sidentification.Recordtheagent’sname,identificationnumber,andagency.
2. Asktoseethe“warrant”andanysupportingdocumentationandasktomakeacopy
iftherequesterwantsitback.3. NotifyDanKnorrandtheVice-PresidentofClinicalandComplianceServices.
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4. Asknonessentialpersonneltoleaveandsecuretheareatoprevententrybyanyoneotherthancounselorotherauthorizedpersonnel.
5. Ifthedocumentappearstobesomethingotherthanasearchwarrant,suchasa
requestforrecordsorasubpoena,asktheagentwhetherheorshecanleavetherequestwithyouandexplainthatyouwillpromptlyhandlethematter.Iftheagentstatesthatitisasearchwarrant,askhimorhertowaituntilcounselarrivesbeforeproceeding.Notethatthisisstrictlyarequest.Whethertheagentwillwaitwilldependonmanycircumstances.
6. Immediatelysuspendanyremovalorrelocationofanyrecords.7. Iftheagentdoesnothaveasearchwarrant,andasksforyourconsenttosearch,tell
theagentthatyouhavenoauthoritytoconsent.
8. Youdonothavetoanswerquestions,butitisyourdecisionwhethertodosoornot.Donottellfacilityemployeesnottoanswerquestionsbecausetheagentsmayviewsuchadviceasconstitutingthecrimeofobstructionofjustice.Rather,youshouldtellemployeesthattheyarenotrequiredbylawtoanswerquestionsbutwhetherandwhentodosoornotistheirdecision.Youshouldalsotellemployeesthattheyhavetherighttoconsultwithlegalcounselpriortodecidingwhethertosubmittoaninterview.Iftheystillaskyouwhethertoanswerquestions,tellthemthatyoucannotadvisethemonewayortheotherandremindthemthattheymayconsultwithalawyertoassisttheminmakingthisdecision.Norcancorporatecounselgivethemadvice,becauseheorsherepresentsFunctionalPathways,notindividualemployees.Theemployeeshouldbeadvisedthatifhe/shedecidestoanswerquestions,he/sheshouldtellthetruth.
9. Ifprivilegedinformationisonthepremisesandcounselhasnotarrivedtohandle
it,advisetheagentsoftheprivilegednatureoftheinformationandasktheagentstosegregateitfromtheotherrecordsandmarkitasprivileged.Iftheagent(s)refuse(s)tosegregatetheprivilegedinformation,thendocumentthename,badgenumber,andotherrelevantinformationregardingtheagent(s)whorefusedtherequest,andtheday,time,andplaceoftherequest.
10.Ifmorethanoneagentisconductingthesearch,assigntrustedemployeestorequesttoaccompanyeachagenttoassistasappropriateandtomonitorthesearch.Suchemployeescanhelppreventdamagetorecordsandcomputerequipmentbyunlockingcabinets,copyingcomputerfiles,andthelike.Theemployeesshouldtakeextensivenotesaboutthesearchsuchas:
a. Whenthesearchstarted.
b. Identityoftheagentandofanypersonnelassistingtheagent.
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c. Whatwassearched,suchasrooms,filecabinets,computers.
d. Orderinwhichareasweresearched.
e. Namesandjobtitlesofemployeesinterviewedorattemptedtobeinterviewedbyagentsduringthesearch.
f. Questionsorcommentsaskedormadebytheagents.
g. Anyrequestsmadetoagentsduringthesearchandtheirresponses,suchas
“CanyouwaituntilIunlockthecabinet?”
h. Anyactionsorcommentsbytheagents.
i. Whenthesearchended.
11.Iftheagentsrefusetoallowtheemployeestoaccompanythem,therefusalshouldbehonored.Makesurethattheagentwhosorefusesisidentifiedbynameandagency.
12.Attempttocopyanydocumentstheagentsseektoremovefromthepremises,
includingbackupdisksofallcomputerfiles.
13.Obtainadetailedreceiptofalldocumentsandotherevidenceseized.14.Ensurethattheemployeesaccompanyingtheagentshavetakendetailednotes.If
not,instructthemtowritedownallthattheyrememberabouttheinformationoutlinedinitem10a-iabove.
15.Prepareanafter-actionreport,includingbutnotlimitedto,theinformation
outlinedinitem10a-iabove).
16.Donottalktothepress.17.TheVice-PresidentofClinicalandComplianceServicesordesigneemaintainsafileoftheinvestigation.18.Allemployeesareinstructednottodiscusstheinvestigationwithanyonewithinor
outsideofthefacility.
ENFORCEMENT:Allsupervisorsareresponsibleforenforcingthispolicy.Employeeswhoviolatethispolicyaresubjecttoappropriatediscipline,uptoandincludingterminationfromemployment.Inaddition,improperinterferencewithasearchmayconstitutethecrimeofobstructionofjustice,achargethatcouldleadtoarrestandprosecution.
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OUTSIDEEMPLOYMENTTheCompanyrequiresfulltimeemployeestodevotetheirfullbusinessdaytothe
Company.Allemployeesmustavoidunauthorizedcommitmentsinordertoensurefulfillmentoftheirduties.
SalariedemployeesmustobtainwrittenauthorizationfromthecompanyPresidentbeforeobtainingoutsideemployment.
DRESSCODEEmployeesareexpectedtodressinamannerwhichisappropriatetothedutiesandresponsibilitiesoftheirposition.BecausethepublicformsmanyofitsimpressionsaboutaCompanyfromitscontactwithemployees,itisimportantthatthestaffnotonlybecourteousandefficient,butalsoenhancethepublicimagethroughproperdressandpersonalgrooming.
Eachmanagerisresponsibleforcommunicatingdressstandardswhichareappropriate.Eachfacilityshouldbeconsultedregardingtheirpoliciesondresscode,andemployeesareexpectedtofollowtheguidanceandregulationsoftheassignedfacility.Namebadgesshouldbewornatalltimes.(ReferencetheDressCodePolicyforadditionalinformation).
TOBACCOUSETheuseoftobaccoproductsincluding,butnotlimitedtocigarettes,cigars,pipes,andsmokelesstobacco,isprohibitedinsideanyoftheCompany’sfacilities,clientfacilitiesorvehicles.TheuseoftobaccoproductswillbeallowedinCompanydesignatedareasoutsideanyfacility.Thisrelatestoallworkareasatalltimes,includingbeforeandafternormalworkinghours. TheCompanywillalsocomplywithallstateandlocalsmokinglaws.Employeesmustadheretoindividualfacilitiessmokingpoliciesaswell.
NAMEBADGESAllemployeesarerequiredtowearanapprovednamebadge.TheinitialbadgeisfreeandwillbeissuedtoyoubyFunctionalPathwaysorifthefacilityrequiresyoutowearafacilitynamebadge,thefacilitywillissueittoyou.Replacementpinswillbeatacosttotheemployee.SOLICITATION/DISTRIBUTIONSolicitationordistributionofmaterialsbyemployeesduringworktimeorinworkingareasisnotallowed.Solicitingincludesbutisnotlimitedtorequestsforcontributionsorsignatures,andthesaleofconsumerproducts.TheonlyexceptiontothispolicyisforactivitieswhichmaybesponsoredbyFunctionalPathwaysorthecustomer’sfacility.
DISCIPLINARYACTIONBelowareexamplesofprohibitedconductwhicharenotinaccordancewiththegeneralworkrulesofFunctionalPathways. Youaresubjecttoappropriatedisciplinaryaction,uptoandincludingtermination,ifyouengageinanyoftheseactivities.
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FunctionalPathwaysreservestherighttodetermineinitssolediscretion,whetheranemployee’sconductisinkeepingwiththishandbookandgeneralcompanypolicy.Thefollowinglistisnotall-inclusivebutismeantasaguidelineforacceptableconduct.
FunctionalPathwaysgenerallyadherestoaprogressivedisciplinepolicy,includingverbalwarnings,writtenwarnings,suspension,andtermination. However,thecompanyalwaysreservestherighttodisciplineemployeesbasedontheseverityoftheirconduct. ThisguidelineisnotintendedtolimittheCompany’srighttotakewhateverdisciplinaryactionitdeemsnecessarywhenprohibitedconduct,whichitconsiderscontrarytoitsbestinterestsorthoseofotheremployees,isbroughttoitsattention. TheseguidelinesaresubjecttochangebytheCompanyatanytime.1. Violationoftheattendancepolicy2. Arrestsorconvictionsofacrimeduringemployment.3. Leavingthejobduringworkhourswithoutpermissionofsupervisor.4. DeliberateneglectordestructionoftheCompany’soracustomer’sproperty,tools,
uniforms,machinesorequipment;orpropertyoffellowemployeesinanymanner.5. Willfulfalsificationofcompanyrecordsincluding,butnotlimitedto,applicationsfor
employmentorotherdatarequestedbyFunctionalPathways,doctor'snotes,medicalrecords,therapynotes,andtimeandexpenserecords.
6. Failuretoadheretosafetyresponsibilities,practicesandpolicies.7. Theftofcompanypropertyorpropertyofotheremployeesorotherdishonesty.8. Immoralconductorindecencyoncompanypropertyorjobsite.9. Smokinginareasthathavebeendesignatedasnon-smokingbytheCompanyorthe
customerfacility.10. Possessionofammunition,firearms,weaponsorexplosivesonCompanypropertyor
anyCompanyjobsite.11. ViolationoftheCompany’ssubstanceabuseordrugscreeningpolicies.12. Inabilitytogetalongwithcoworkers.13. Useofabusiveorthreateninglanguage.14. Poorperformanceorproductivityorinabilitytomeetstandardsofperformanceor
productivity.15. EngaginginconductthatviolatesFunctionalPathways’EqualEmployment
Opportunityorharassmentpolicies.16. Non-compliancewiththecompanydresscode.17. HIPAAviolationorotherbreachofcompanyorpatientconfidentiality.18. Failuretoreportanincidentoraccidentinwhichapatientreportsbeinginjuredor
harmedinanyway.19. Failuretocooperatewithanyinvestigationperformedbyanauthorizedrepresentative
ofFunctionalPathways.20. Refusaltocooperatewithanysearchconductedunderoneofthetermsofthis
EmployeeHandbookbyanauthorizedrepresentative.21. ViolationofanyprovisionintheEmployeeHandbookrelatingtoelectronicor
computerequipment.
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22. ViolationoftheConfidentialityProvisionassetforthherein.23. ViolationofanyprovisionintheEmployeeHandbookrelatingtoFunctionalPathways’
CorporateCompliancePolicy.24. Violationofanypolicyinthisemployeehandbook,orengaginginanyotherconduct
determinedbytheCompanytoviolateitsstandardsofconductorperformance.25. Failuretoreportanyallegationsofresidentabuse,neglectormisappropriationof
propertyimmediatelytosupervisorSUBSTANCEABUSEDrugsandalcoholcanimpairperformance,judgment,qualityofcareandthesafetyofcoworkers.Therefore,itisnotpermissibleforanyemployeeto:Beinvolvedwiththepurchase,sale,possessionoruseofacontrolled(withoutaprescription)drug;abuseaprescriptiondrug;consumealcoholorillegallyusedrugsonCompanypremisesorfacilitypremises;Reporttoworkundertheinfluenceofdrugsoralcohol.Off-dutyuseofsubstanceswhichinterfereswithemployee’sabilitytoperformassigneddutiesorreflectsnegativelyontheintegrityoftheemployeeortheCompanyisprohibited.Violationofthispolicywillresultindisciplinaryactionuptoandincludingtermination.Employeeswhoarearrestedduringemployment,mustimmediatelynotifytheirmanagerandtheVPofHumanResourcesforinvestigation.Failuretodosomayresultinimmediatelytermination.
DRUGSCREENINGAtsomefacilities,drugscreeningisapre-employmentcondition.IfFunctionalPathwayshasacontractwithafacilitythatrequirespre-employmentdrugscreening,allemployeesofferedpositionsforthosefacilitieswillhavetosubmittodrugscreening.ApplicantsoremployeeswhorefusetoconsenttosuchscreeningswhenrequestedbytheCompanyaresubjecttodismissal.TheCompanyreservestherighttotestanyandallemployeesfordrugoralcoholabuseuponreasonablesuspicionofsuchabusewhichcouldaffectanemployee’sjobperformance.Refusalbyanemployeetocomplywithsuchtestingwillresultindisciplinaryactionuptoandincludingdismissal.
Ifdrugsarepresenttheemployeemaybeterminatedandeligibilityforworkerscompensation,medicalandotherbenefitsmaybeforfeited.
FINGERPRINTSAtsomefacilities,fingerprintingisapre-employment/employmentcondition.IfFunctionalPathwayshasacontractwithafacilitythatrequiresfingerprints,allemployeesofferedpositionsforthosefacilitieswillhavetosubmittofingerprinting.ApplicantsoremployeeswhorefusetoconsenttosuchscreeningswhenrequestedbytheCompanyaresubjecttodismissal.Basedonthefindingsrelatedtothefingerprinting,employmentmaybe
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terminatedandeligibilityforworkerscompensation,medicalandotherbenefitsmaybeforfeited.
SEARCHAccesstoFunctionalPathwaysanditsclient’spremisesisconditioneduponitsrighttoinspectorsearchtheperson,vehicle,orpersonaleffectsofanyemployeeorvisitor.Thismayincludeanyemployee’soffice,desk,filecabinet,closet,locker,orsimilarplace.Fromtimetotime,andwithoutpriorannouncement,inspectionsorsearchesmaybemadeofanyoneentering,leaving,oronthepremisesorpropertyoftheCompanyoritsclients(includingalcoholand/ordrugscreensorothertesting).Refusaltocooperateinsuchaninspectionorsearch(includingalcoholand/ordrugscreens)isgroundsfortermination.PERSONALUSEOFCOMPANYPROPERTYCareandconsiderationshouldbemaintainedintheuseofCompanyproperty.Personaltelephonecallsmustbelimitedtothoseabsolutelynecessaryandpermittedwithyoursupervisor’sapproval.Employeeisresponsibleforanychargesincurredforapprovedlongdistancecalls.Anyunapprovedlongdistancecallsmayresultindisciplinaryaction. Useofthecompany’sorclient’sfacilitiesforsendingorreceivingpersonalmailisnotpermitted.EmployeesareforbiddentoremoveequipmentandsuppliesbelongingtotheCompanyortheclient’sfacilities.ThepersonaluseofCompanyequipmentsuchasphotocopyingmachinesorotheritemsisprohibited.Equipmentisnottobeoperatedbyunqualifiedpersonnel.
LAYOFFAsanemployeeofFunctionalPathways,pleaserememberyouareemployedbytheCompany,notbyanindividualfacility.Thismeansyourfacilityassignmentscanchangeifwarrantedornecessary.
AcontractwithafacilitymayexpireortheCompanymaycancelorloseacontractwithafacility.Ifacontractterminationoccurs,effortswillbemadetoplaceyouinanotherfacilityifpossible. However,continuedemploymentisnotguaranteed.Ifapositioninanotherfacilityisnotavailableorifthecommutetoanotherfacilityisnotpractical,alayoffwilloccur.
Employeeswhosepositionsareeliminatedorlostduetocontractterminationwillnothavespecificrecallrights,butwillbeeligibletoapplyforfutureemploymentbysubmittinganapplicationtotheCompany.
Afternotificationofimpendinglayoff,PTOcannotbeused.
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INDEBTEDNESSTheCompanywillnotbecomeinvolvedwithpersonalfinancialobligationsofemployees.TheCompanywillnotbeinvolvedinarrangementsmadebetweenemployeesandcreditors.Noprovisionwillbemadeforpayrolldeductionsforthispurposeexceptforgarnishmentofwagesasrequiredbylaworbyothercourtorder.
NON-FRATERNIZATIONWhiletheCompanyencouragesamicablerelationshipsbetweenmembersofmanagementandtheirsubordinates,italsorecognizesthatinvolvementinaromanticrelationshipwithasubordinatemaycompromiseorcreateaperceptionthatcompromisesamanager’sabilitytoperformhisorherjob.Anyinvolvementofaromanticorinappropriatenaturebetweenamanagerandanyoneheorshesupervises,eitherdirectlyorindirectly,isprohibited.Violationofthispolicymayleadtocorrectiveactionuptoandincludingterminationofthemanagementindividualinvolvedintherelationship.
CLINICIAN/PATIENTRELATIONSHIPSTheCompanyrequiresthatanappropriateprofessionalrelationshipbemaintainedbetweenclinicianemployeesandtheirpatients.Thedevelopmentofaromanticorinappropriaterelationshipbetweenaclinicianandtheirpatientcancompromiseorcreateaperceptionthatcompromisestheclinician/patientrelationshipand/ortherelationshipbetweentheCompanyanditsclientfacility.Therefore,romanticorinappropriaterelationshipsbetweencliniciansandtheirpatientsareprohibitedduringtheexistenceoftheclinician/patientrelationship.Violationofthispolicymayleadtocorrectiveactionuptoandincludingterminationoftheclinicianinvolvedintherelationship.
SEXUALANDOTHERDISCRIMINATORYHARASSMENTHarassmentof any type, whether sexual, racial, religious, based on national origin, or anyotherkind,isabsolutelynottoleratedattheCompany.
ItisthepolicyoftheCompanythatallitsemployeeshavearighttoworkinanenvironmentfreefromdiscriminatoryharassmentbasedonsex,gender,race,age,nationalorigin,religion,disability,genetic information,veteranstatus,militaryaffiliationorobligation, oranyotherprotecteddiscriminatoryfactor.TheCompanyprohibitsanyformofharassmentofitsemployeesbyotheremployeesandwilltakeimmediateandappropriateactiontopreventandtocorrectbehaviorthatviolates thispolicy. TheCompanyalsostrivestoprotect itsemployeesfromanyformofharassmentbythirdparties,includingcustomersandvendors.
SexualHarassmentSexualharassmentisdefinedasunwelcomesexualadvances,requestsforsexual favorsandotherverbalorphysicalconductofasexualnaturewhen(i)thesubmissiontosuchconductiseitherexplicitlyorimpliedlymadeatermorconditionofone’semployment;(ii)submissiontoorrejectionofsuchconductisusedasthebasisforanemploymentdecisionaffectinganindividual;or(iii)suchconducthasthepurposeoreffectofunreasonablyinterferingwithan
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environment.Whilesexualharassmentusuallyinvolvesmembersoftheoppositesex,italsoincludes“samesexharassment”(i.e.,malesharassingmalesandfemalesharassingfemalesbecauseoftherecipient’ssex).Allemployeesandmanagersalikewillbeexpectedtocomplywiththispolicyandtakeappropriatemeasurestoensurethatsuchconductdoesnotoccur.
Sexualharassmentdoesnotrefertobehaviororoccasionalcomplimentsofasociallyacceptablenature. Itreferstobehaviorthatisnotwelcome,thatispersonallyoffensive,thatfailstorespecttherightsofothers,thatlowersmoraleandthat,therefore,interfereswithourworkeffectiveness. Sexualharassmentmaytakedifferentforms. Onespecificformisthedemandforsexualfavors. Otherformsofharassmentinclude:Verbal Sexualinnuendos,suggestivecomments,jokesofasexualnature,sexual
propositions,threats.Non-Verbal Sexuallysuggestiveobjectsorpictures,graphiccommentaries,
suggestiveorinsultingsounds,leering,whistling,obscenegestures.Physical Unwantedphysicalconduct,includingtouching,pinching,brushingthe
body,coercedsexualintercourse,assault.Sexualharassmentmaybeovertorsubtle.Somebehaviorwhichisappropriateinasocialsettingmaynotbeappropriateintheworkplace.Whateverformittakes,verbal,non-verbalorphysical,sexualharassmentcanbeinsultinganddemeaningtotherecipientandcannotbetoleratedintheworkplace. Sexualharassmentbyanemployee,manager,supervisor,orthirdpartynon-employeewillnotbetoleratedbytheCompany.
Allemployees,managersandnon-supervisors,willbeexpectedtocomplywiththispolicyandtakeappropriatemeasurestoensurethatsuchconductdoesnotoccur.Appropriatedisciplinaryactionwillbetakenagainstanyemployeewhoviolatesthispolicyagainstharassment. Basedontheseriousnessoftheoffense,disciplinaryactionmayinclude,butwouldnotbelimitedto,verbalorwrittenreprimand,suspension,demotion,ordismissal.OtherWorkplaceHarassmentTheCompanyalsohasastrongpolicyagainstharassmentonthebasisofrace,color,age,religion,nationalorigin,disability,veteranstatus,militaryaffiliationorobligation,orgeneticinformation.
Harassment isverbalorphysicalconductthatdenigrates orshowshostilityoraversiontowardanindividualbecauseofhisorherrace,color,religion,nationalorigin,age,disability,veteranstatus,militaryaffiliationorobligation, orgenetic informationor that ofhisorherrelatives,friends,orassociates,andthatenvironment;
(1)has thepurposeoreffectofunreasonably interferingwithan individual’swork
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performance;or(2)otherwiseadverselyaffectsanindividual’semploymentopportunities.
Harassingconductincludes,butisnotlimitedto,thefollowing:
(1)epithets,slurs,negativestereotyping,orthreatening,intimidatingorhostileactsthat
relatetorace,color,religion,nationalorigin,age,disability,veteranstatus,militaryaffiliationorobligation,orgeneticinformation;and
(2)writtenorgraphicmaterialthatdenigratesorshowsaversionorhostilitytowardanindividualorgroupbecauseofrace,color,religion,nationalorigin,age,disability,veteran status, military affiliation or obligation, or genetic information and that isplaced on walls, bulletin boards or elsewhere on The Company’s premises orcirculatedintheworkplace.
Allemployeesshouldavoidanyactionorconductthatmightbeviewedasworkplaceharassment.Approvalof,participationinoracquiescenceinconductconstitutingworkplaceharassmentwillbeconsideredaviolationofthispolicy.
If the Company determines that workplace harassment has occurred on the basis of race,color,religion,nationalorigin,age,disability,veteranstatus,militaryaffiliationorobligation,orgeneticinformation,promptcorrectiveactionwillbetaken. Dependinguponthecircumstances,thiscorrectiveactionmayinclude,butwouldnotbelimitedto,verbalorwrittenwarning,suspension,demotionordismissal.
COMPLAINTPROCEDURE
EmployeeshavetheresponsibilitytobringanyformofunwelcomeharassmenttotheimmediateattentionofTheCompany.AnyemployeewhohasacomplaintofharassmentshouldreporttheallegedactimmediatelytotheVPofHumanResourcesatthecorporateoffice(888)531-2204or theComplianceDirector at thecorporateoffice(888)531-2204.Althoughemployeesarefreetoaddressinappropriateconductwiththeoffendingperson,anemployeedoesnothavetocomplainfirsttotheoffendingperson.
Allcomplaintswillbehandledinatimelymanner.Athoroughandindependentinvestigationwillbeconductedinasensitivemannerbasedontheemployee’sstatementofwhathasoccurred.Informationrelatedtotheinvestigationwillbesharedwithinmanagementona“needtoknow”basis.TheCompanywillretaindocumentationofallallegationsandinvestigationsinseparatefilesandwilltakeappropriatecorrectiveactiontoremedyallviolationsofthispolicy.Thepurposeofthisprovisionistoprotecttheconfidentialityoftheemployeewhocomplainstotheextentpossible,toencouragethereportingofanyincidentsofharassmentandtoprotectthereputationofanyemployeewrongfullychargedwithharassment.
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Investigationof a complaintwill normally include conferringwith theparties involvedandanynamedorapparentwitnesses.Allemployeeshaveadutytocooperatewithanyinvestigationofaharassmentcomplaint.Employeeswillbegivenanimpartialandfairinvestigation.Allemployeesshallbeprotectedfromcoercion,intimidation,retaliation,interferenceordiscriminationformakingacomplaintorassistinginaninvestigation.
Ifthe investigation reveals thatthe complaint isvalid, prompt attention and disciplinaryactiondesignedtostoptheharassmentimmediatelyandtopreventitsrecurrencewillbetaken.
Retaliationagainstanycomplainingemployee,anywitness,oranyoneinvolvedinacomplaintisstrictlyprohibited. TheCompanywillfollowupanycomplaintorinvestigationasappropriatetoensurethatnoretaliationoccurs. Employeesshould immediatelyreportanyretaliation toanyof theCompanyofficials listedabove,at theoptionof theemployee. TheCompanywillnottolerateretaliationandwilltakepromptandimmediatestepstoeliminateretaliation.
TheCompanyrecognizesthatthequestionofwhetheraparticularactionorincidentproducesadiscriminatoryemploymenteffectrequiresafactualdeterminationbasedonallfactsinthematter.Giventhenatureofthistypeofdiscrimination,theCompanyalsorecognizesthatfalseaccusationsofharassmentcanhaveseriouseffectsoninnocentindividuals.WetrustthatallemployeesoftheCompanywillcontinuetoactresponsiblytoestablishandmaintainapleasantworkingenvironment,freefromdiscrimination,forall.TheCompanyencouragesanyemployeetoraisequestionsheorshemayhaveregardingharassmentwiththeComplianceDirectorortheVPofHumanResources.
RISKMANAGEMENTUniversalprecautionsarerequiredtobeusedthroughoutallfacilitieswherepatientcontactoccurs.Anypotentialincidentoraccidentinvolvingapatientshouldbereportedimmediatelytoyoursupervisor.Inaddition,anyemployeewhomayhavecontactwithbloodandbodyfluidsorotherpotentiallyinfectiousmaterialsshouldreceiveaHepatitisBVaccine.
TBTESTINGFollowingaconditionalofferofemploymentsomefacilitiesmayrequireaTBtestpriortohire(andannually/bi-annuallythereafter).ApplicantsoremployeeswhorefusetoconsenttosuchexamorinquirieswhenrequestedbytheCompanywillnotbehiredoraresubjecttodismissal.
Anytypeofmedicalrecordandinquirieswillbemaintainedonseparateformsandinseparatefilesasconfidentialmedicalrecords.
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CPRForpatientsafety,FunctionalPathwaysrecommendsthatallemployeesworkinginaclinicalpositiontohavetheirCPRcertification.CPRisajobrequirementinsomeindividualfacilities.
CORPORATECOMPLIANCEFunctionalPathwayshasadoptedapolicyofcorporatecomplianceandresponsibilityandwillrequireitsdirectors,officers,employees,agentsandcontractorstocomplywiththeCorporateComplianceProgram.
HIPAAFunctionalPathwayswillcomplywiththeHealthInsurancePortabilityandAccountabilityActof1996.SincenursinghomefacilitiesvaryinthewaytheprocedurestocomplywithHIPAA,allemployeesinnursinghomefacilitiesmustattendthefacilitiestrainingontheirspecificHIPAApoliciesandprocedures.Allemployeesarerequiredtoabidebythosepoliciesandproceduresassetforthbythefacility.AllemployeesaretoreadFunctionalPathways’HIPAAmanualandsignthesignatureform.RESIGNATIONWhenanemployeedecidestoresigntheirpositionwithFunctionalPathwaysforanyreason,theemployeeisencouragedtodiscussthesituationwiththeirimmediatesupervisorortheHRDepartment.EmployeesshouldcalltheHRDepartmenttodiscussresignation.Employeesareencouragedtoprovideappropriateadvancewrittennoticeofresignations,includingthereasonforresignationandtheemployee’slastdateofworkavailability.Appropriateadvancenoticeis:
ExecutiveMember 6weeks
RVP- 6weeks
RM- 6weeks
SalariedEmployees 4weeks
Non-SalariedEmployees 4weeksEmployeeswishingtoterminatetheirserviceswiththecompanyarerequestedtosubmitawrittenletterofresignationtoincludelastdayofwork.Anoticeisrequiredinordertoensureadequatestaffingisinplace.Inaninstancethatlessnoticecanbeaccepted,writtenauthorizationofapprovalmustcomefromdirectsupervisor.
Employeeswhoresignwithinthe90-dayintroductoryperiod,whodonotprovidetherequestednotice,orwhofailtoworkouttheirnoticeperiod,orwhoaredischarged,will
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forfeitallcurrentPTObenefitsandwillnotbecompensatedforunusedPTO. InlieuofnoticeofresignationorafternoticeisprovidedtotheCompany,PTOmaynotbeused.EmployeeswillbepaidouttheirPTObalanceat50%thevaluewhenleavingthecompanyingoodstanding,includingintheeventofafacilityclosure,(whenapplicableandinaccordancewithFunctionalPathwaypolicyandallapplicablelawsandregulations).
AnymoneyowedtotheCompanymaybewithheldfromthelastpaycheckINTERNET/EMAILAccesstotheInternethasbeenprovidedtocertainemployeesforthebenefitoftheCompanyanditscustomers. EveryemployeehasaresponsibilitytomaintainandenhancetheCompany'spublicimage,andtousetheInternetinaproductivemanner.Toensurethatallemployeesareresponsible,productiveInternetusersandtoprotecttheCompany'spublicimage,thefollowingguidelineshavebeenestablishedforusingtheInternet.
AcceptableUsesoftheInternetEmployeesaccessingtheInternetarerepresentingtheCompany.Allcommunicationsshouldbeforprofessionalreasons.EmployeesareresponsibleforseeingthattheInternetisusedinaneffective,ethicalandlawfulmanner.InternetRelayChatchannelsmaybeusedtoconductofficialCompanybusiness,ortogaintechnicaloranalyticaladvice.Databasesmaybeaccessedforinformationasneeded.E-mailmaybeusedforbusinesscontacts.
UnacceptableUseoftheInternetTheInternetshouldnotbeusedforpersonalgainoradvancementofnon-work-relatedindividualviews.Solicitationofnon-companybusiness,oranyuseoftheInternetforpersonalgainisstrictlyprohibited.UseoftheInternetmustnotdisrupttheoperationoftheCompany’snetworkorthenetworksofothers. UseoftheInternetmustnotinterferewithyourproductivity.
CommunicationsEachemployeeisresponsibleforthecontentofalltext,audioorimagesthattheyplaceorsendovertheInternet.Fraudulent,harassing,obscenemessagesorimagesareprohibited.EmployeesareprohibitedfromdiscussinginformationregardingpatientsorfamiliesatwhichFunctionalPathwaysprovidestherapyservicesovertheinternet.AllmessagescommunicatedontheInternetshouldhaveyournameattached.Nomessageswillbetransmittedunderanassumedname.Usersmaynotattempttoobscuretheoriginofanymessage.InformationpublishedontheInternetshouldnotviolateorinfringeupontherightsofothers.Noabusive,profaneoroffensivelanguagemaybetransmitted.EmployeeswhowishtoexpresspersonalopinionsontheInternetshouldobtaintheirownusernamesonotherInternetsystems.
CopyrightIssuesCopyrightedmaterialsbelongingtoentitiesotherthantheCompanymaynotbetransmitted
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ontheInternet.Onecopyofcopyrightedmaterialmaybedownloadedforyourownpersonaluseinresearch.Usersarenotpermittedtocopy,transfer,rename,addordeleteinformationorprogramsbelongingtoothersunlessgivenexpresspermissiontodosobytheowner.FailuretoobservecopyrightorlicenseagreementsmayresultindisciplinaryactionbytheCompanyorlegalactionbythecopyrightowner.
DownloadingSoftwareEmployeesareprohibitedfromdownloadingsoftwarefromtheInternetwithoutpriorwrittenapprovaloftheITDepartmentorhis/herdesignate. DownloadingofgamesfromtheInternetisprohibited. DownloadingofanyexecutablefilesorprogramswhichchangetheconfigurationofyoursystembyanyoneotherthanInformationSystemspersonnelisprohibited. Theemployee-usershouldtakeextremecautionwhendownloadingsoftwareorfilesfromtheInternet. Allfilesorsoftwareshouldbepassedthroughvirusprotectionprogramspriortouse. Failuretodetectvirusescouldresultincorruptionordamagetofilesand/orunauthorizedentryintotheCompany’snetwork.
Iftheemployee-userfindsthatanydamageoccurredasaresultofdownloadingsoftwareorfiles,theincidentshouldbereportedimmediatelytotheNetworkAdministrator,theChiefFinancialOfficerPresidentorVPofHumanResources.
SecurityAllmessagescreated,sentorretrievedovertheInternetarethepropertyoftheCompany,andshouldbeconsideredCompanyproperty.TheCompanyreservestherighttoaccessandmonitorallmessagesandfilesonthecomputersystemasdeemednecessaryandappropriate.Allcommunicationsincludingtextandimagescanbedisclosedtolawenforcementorotherthirdpartieswithoutpriorconsentofthesenderorthereceiver. EmployeesshouldnotusetheCompany’scomputersorInternetserviceforpersonal,non-work-relatedmatters.EmployeesshouldassumethatallmessageswillbeaccessedandreviewedbytheCompanyandtheCompanydisclaimsanyobligationtomaintaintheconfidentialityorprivacyofpersonalmessages.
HarassmentAnyuseoftheCompany’selectronicresources,includinginternetaccessande-mail,whichviolatestheCompany’spolicyagainstsexualandotherdiscriminatoryharassmentisprohibited.ViolationsViolationsofanyguidelineslistedabovemayresultindisciplinaryactionuptoandincludingtermination.IfnecessarytheCompanywilladviseappropriatelegalofficialsofanyillegalactivity.E-MailPolicyTheCompanymaintainsanelectronicmail(“email”)system.ThissystemisprovidedbytheCompanytoassistintheconductofbusinessbytheCompany.TheemailsystemhardwareisCompanyproperty.Additionally,allmessagescomposed,sent,orreceivedontheemail
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systemareandremainthepropertyoftheCompanyandarenottheprivatepropertyofanyemployee. Theuseoftheemailsystemisreservedsolelyfortheconductofcompanybusinessandmaynotbeusedforpersonalbusiness.Theemailsystemmaynotbeusedtosolicitoradvocateforcommercialventures,personalorpoliticalcauses,outsideorganizations,orothernon-job-relatedsolicitations.Theemailsystemisnottobeusedtocreateanyoffensiveordisruptivemessages.Amongthosewhichareconsideredoffensiveareanymessageswhichcontainsexualimplications,racialslurs,gender-specificcomments,oranyothercommentthatoffensivelyaddressessomeone'sage,sexualorientation,religiousorpoliticalbeliefs,nationalorigin,ordisability,oranystatementwhichviolatestheCompany’spolicyagainstsexualandotherdiscriminatoryharassment.Theemailsystemshallnotbeusedtosend(upload)orreceive(download)copyrightedmaterials,tradesecrets,proprietaryfinancialinformation,orsimilarmaterialswithoutpriorauthorization.
TheCompanyreservesandintendstoexercisetherighttoreview,audit,intercept,accessanddiscloseallmessagescreated,receivedorsentovertheemailsystemforanypurpose.ThecontentsofemailmaybedisclosedwithintheCompanywithoutthepermissionoftheemployee. Theconfidentialityofanymessageshouldnotbeassumed.Evenwhenamessageiserased,itisstillpossibletoretrieveandreadthatmessage.Further,theuseofpasswordsforsecuritydoesnotguaranteeconfidentiality.AllpasswordsmustbedisclosedtotheCompany. NopasswordsorpasscodesmaybeusedthatareunknowntotheCompany.
NotwithstandingtheCompany'srighttoretrieveandreadanyemailmessages,suchmessagesshouldbetreatedasconfidentialbyotheremployeesandaccessedonlybytheintendedrecipient.Employeesarenotauthorizedtoretrieveorreadanye-mailmessagesthatarenotsenttothem.Theexceptiontothispolicyisthatalle-mailmessageswillbeautomaticallytransmittedtothee-mailaddressesofthecompanyPresidentandtheVPofHR.Employeesshallnotuseacode,accessafile,orretrieveanystoredinformation,unlessauthorizedtodoso.Employeesshouldnotattempttogainaccesstoanotheremployee'smessageswithoutthelatter'spermission.AnyemployeewhodiscoversaviolationofthispolicyshallnotifytheChiefFinancialOfficer,thePresident,theITDirectorortheVPofHumanResources.RESIDENTRELEASEFORMEDICALANDTHERAPUTICUSEOFRESIDENT’SIMAGE/VOICE
� If medical photographs will enhance the medical record or medical teaching materials, signed consent must be obtained before making the photographs. Verbal consent is never sufficient.
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� The patient, or their legal representative if the patient is not capable of understanding and signing, must provide written consent to allow medical photographs to be made of them.
� Once written consent has been received, the form must be faxed to the Functional Pathways
Compliance Assistant @ (855) 714-3223 or scanned and emailed to [email protected], so that it can be kept on file. The original document should be placed on the medical record.
� This consent can be revoked by the patient or their legal representative at any time.
PROBLEMSOLVINGIfyouhaveaproblemorconcernregardingyourjob,companypolicies,disciplinaryaction,orotherissuesrelatedtoyouremployment,youshoulddiscussitwithyourimmediatesupervisorassoonaspossible.Shouldyounotwishtodiscusstheproblemwithyoursupervisor,youshoulddirectyourconcerntotheVPofHumanResources.Youmayalsosubmitastatementofconcerntothecorporateoffice.Ifyouarenotsatisfiedbytheresolutiongivenbyyoursupervisororthepersonneldepartment,youmayaddressyourconcernswithcorporatemanagement.Itisthecompany’spolicytoattempttoresolvemattersinthemannerdescribedabove.However,suchpolicyinnowaypreventsorlimitstheCompanyfromexercisingitsrightstoimmediatelyterminateanemployeepursuanttotheCompany’spolicyofemploymentatwill.
HANDBOOKACKNOWLEDGMENTSTATEMENT
IhavereceivedacopyoftheFunctionalPathwaysEmployeesHandbookand
understandthatismyresponsibilitytoreadandunderstandCompanypolicies,proceduresandrulesincludingthoseoutlinedinthishandbook.IunderstandthattheCompany'spoliciesandproceduresaresubjecttochangewithoutnotice.Violationofanyofthesepoliciesmayresultindisciplinaryactionuptoandincludingdismissal.
IacknowledgeandunderstandthatnothinginthishandbookistobeconstruedasacontractbetweentheCompanyandme,eitherexpressedorimplied.UnlessIhaveawritten
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employmentcontractwithFunctionalPathways,signedbythePresidentoftheCompany,Iamanatwillemployee.ThismeanseitherIortheCompanymayterminateouremploymentrelationshipatanytime,withorwithoutcause,andwithorwithoutnotice.
Iunderstandthatnothingcontainedinthishandbookisintendedtoviolateorrestrictanyrightsofemployeesguaranteedbystateorfederallaws.IalsounderstandIamresponsibleforcomplyingwithallpolicies,proceduresandrulesoftheCompanyandifatanytimeIhavequestionsregardingapolicy,procedureorruleIwillcontactmyimmediatesupervisorortheadministrativeoffice.
AsanemployeeofFunctionalPathways,IrecognizeandunderstandthattheCompany'selectroniccommunicationsystems(email,internetandvoicemail)aretobeusedforconductingtheCompany'sbusiness. Further,IagreenottouseapasswordthathasnotbeendisclosedtotheCompany.IagreenottoaccessafileorretrieveanystoredcommunicationotherthanwhereauthorizedunlesstherehasbeenpriorclearancebyanauthorizedCompanyrepresentative.
IknowthatFunctionalPathwayshasastrictpolicyregardingsexualandotherworkplaceharassmentandthatIhaveadutytoimmediatelyreportanyproblemstoanyoneofthefollowingindividuals: VPofHumanResourcesorComplianceDirector.
IamawarethattheCompanyreservesandwillexercisetherighttoreview,audit,intercept,accessanddiscloseallmattersontheCompany'selectroniccommunicationsystemsatanytime,withorwithoutemployeenotice,andthatsuchaccessmayoccurduringorafterworkinghours.IamawarethatuseofaCompany-providedpasswordorcodedoesnotrestricttheCompany'srighttoaccesselectroniccommunicationsandthatIshouldnotanddonothaveanexpectationoforclaimtoprivacyastopersonalcommunicationsthatmayoccur.
NameofEmployee(pleaseprint) EmployeeSignature
- - / / SocialSecurityNumber Date
ExhibitA
NoticetoEmployeesofRightsUnderFMLA(WHPublication1420)EMPLOYEERIGHTSANDRESPONSIBILITIES
UNDERTHEFAMILYANDMEDICALLEAVEACTBasicLeaveEntitlementFMLArequirescoveredemployerstoprovideupto12weeksofunpaid,job-protectedleavetoeligibleemployeesforthefollowingreasons:•Forincapacityduetopregnancy,prenatalmedicalcareorchildbirth;
•Tocarefortheemployee'schildafterbirth,orplacementforadoptionorfostercare;
•Tocarefortheemployee'sspouse,sonordaughter,orparent,whohasaserioushealthcondition;or
•Foraserioushealthconditionthatmakestheemployeeunabletoperformtheemployee'sjob.
MilitaryFamilyLeaveEntitlementsEligibleemployeeswithaspouse,son,daughter,orparentonactivedutyorcalltoactivedutystatusintheNationalGuardorReservesinsupportofacontingencyoperationmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.Qualifyingexigenciesmayincludeattendingcertainmilitaryevents,arrangingforalternativechildcare,addressingcertainfinancialandlegalarrangements,attendingcertaincounselingsessions,andattendingpost-deploymentreintegrationbriefings.FMLAalsoincludesaspecialleaveentitlementthatpermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.AcoveredservicememberisacurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,who
hasaseriousinjuryorillnessincurredinthelineofdutyonactivedutythatmayrendertheservicemembermedicallyunfittoperformhisorherdutiesforwhichtheservicememberisundergoingmedicaltreatment,recuperation,ortherapy;orisinoutpatientstatus;orisonthetemporarydisabilityretiredlist.BenefitsandProtectionsDuringFMLAleave,theemployermustmaintaintheemployee'shealthcoverageunderany"grouphealthplan"onthesametermsasiftheemployeehadcontinuedtowork.UponreturnfromFMLAleave,mostemployeesmustberestoredtotheiroriginalorequivalentpositionswithequivalentpay,benefits,andotheremploymentterms.UseofFMLAleavecannotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee'sleave.EligibilityRequirementsEmployeesareeligibleiftheyhaveworkedforacoveredemployerforatleastoneyear,for1,250hoursovertheprevious12months,andifatleast50employeesareemployedbytheemployerwithin75miles.DefinitionofSeriousHealthConditionAserioushealthconditionisanillness,injury,impairment,orphysicalormentalconditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcareproviderforacondition
RevisedMarch2013 Page36
thateitherpreventstheemployeefromperformingthefunctionsoftheemployee'sjob,orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.
Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmorethan3consecutivecalendardayscombinedwithatleasttwovisitstoahealthcareprovideroronevisitandaregimenofcontinuingtreatment,orincapacityduetopregnancy,orincapacityduetoachroniccondition.Otherconditionsmaymeetthedefinitionofcontinuingtreatment.
UseofLeaveAnemployeedoesnotneedtousethisleaveentitlementinoneblock.Leavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.Employeesmustmakereasonableeffortstoscheduleleaveforplannedmedicaltreatmenttoasnottoundulydisrupttheemployer'soperations.Leaveduetoqualifyingexigenciesmayalsobetakenonanintermittentbasis.
SubstitutionofPaidLeaveforUnpaidLeaveEmployeesmaychooseoremployersmayrequireuseofaccruedpaidleavewhiletakingFMLAleave.InordertousepaidleaveforFMLAleave,employeesmustcomplywiththeemployer'snormalpaidleavepolicies.
EmployeeResponsibilitiesEmployeesmustprovide30daysadvancenoticeoftheneedtotakeFMLAleavewhentheneedisforeseeable.When30daysnoticeis
notpossible,theemployeemustprovidenoticeassoonaspracticableandgenerallymustcomplywithanemployer'snormalcall-inprocedures.EmployeesmustprovidesufficientinformationfortheemployertodetermineiftheleavemayqualifyforFMLAprotectionandtheanticipatedtiminganddurationoftheleave.Sufficientinformationmayincludethattheemployeeisunabletoperformjobfunctions,thefamilymemberisunabletoperformdailyactivities,theneedforhospitalizationorcontinuingtreatmentbyahealthcareprovider,orcircumstancessupportingtheneedformilitaryfamilyleave.EmployeesalsomustinformtheemployeriftherequestedleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.Employeesalsomayberequiredtoprovideacertificationandperiodicrecertificationsupportingtheneedforleave.EmployerResponsibilitiesCoveredemployersmustinformemployeesrequestingleavewhethertheyareeligibleunderFMLA.Iftheyare,thenoticemustspecifyanyadditionalinformationrequiredaswellastheemployees'rightsandresponsibilities.Iftheyarenoteligible,theemployermustprovideareasonfortheineligibility.CoveredemployersmustinformemployeesifleavewillbedesignatedasFMLA-protectedandtheamountofleavecountedagainsttheemployee'sleaveentitlement.IftheemployerdeterminesthattheleaveisnotFMLA-protected,theemployermustnotifytheemployee.
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UnlawfulActsbyEmployersFMLAmakesitunlawfulforanyemployerto:•Interferewith,restrain,ordenytheexerciseofanyrightprovidedunderFMLA;
•DischargeordiscriminateagainstanypersonforopposinganypracticemadeunlawfulbyFMLAorforinvolvementinanyproceedingunderorrelatingtoFMLA.
EnforcementAnemployeemayfileacomplaintwith
bringaprivatelawsuitagainstanemployer.FMLAdoes not affect any Federal orState law prohibiting discrimination,orsupersedeanyStateorlocallaworcollectivebargainingagreementwhichprovidesgreaterfamilyormedicalleaverights.FMLAsection109(29U.S.C.§2619)requiresFMLAcoveredemployerstopostthetextofthisnotice.Regulations29C.F.R.§825.300(a)mayrequire
theU.S.DepartmentofLaborormay additionaldisclosures.
Foradditionalinformation:1-866-4US-WAGE(1-866-487-9243)TTY:1-877-889-5627
WWW.WAGEHOUR.DOL.GOV
U.S.DepartmentofLabor│ EmploymentStandardsAdministration│ WageandHourDivision